Currency: Euro (€)

Language: Italian

Employer Costs: High (~30.5% of salary)

Termination Complexity: Very Hard

Onboarding Timeline: Approximately 14 calendar days

Payroll Frequency: Monthly
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​*Once we receive the relevant documents from the employee, the contract is approved by all parties, and the deposit (if applicable) is paid, Omnipresent can onboard the employee within approximately 14 business days. The employment contract needs to be signed 4 days before the start date, to complete the local registrations.

Mandatory Benefits: Public healthcare, pension contributions, accident insurance, workers’ compensation.

Supplementary Benefits: Private healthcare, vision insurance, travel insurance.

Public healthcare (Servizio Sanitario Nazionale - SSN) is administered at a regional level.

Employers must provide supplementary health insurance based on employment level.
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In Italy, health insurance is predominantly administered at a regional level through the Servizio Sanitario Nazionale (SSN), a nationally established system.

As per the relevant collective agreement at Omnipresent in Italy, it is also mandatory to offer supplementary health insurance to all employees in addition to the public healthcare system. The applicable cost of supplementary health insurance depends on the employment level, determined during onboarding based on employee salary, job title, and job description.

Additionally, the National Institute for Insurance against Accidents at Work (INAIL) ensures that all employers contribute to accident coverage.

National Social Security Institute (INPS) covers retirement, disability, and illness benefits.

Mandatory pension contributions are deducted via payroll.
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The National Social Security Institute (INPS) is responsible for providing coverage related to retirement, death, disability, and illness benefits.

We are in line with the NCBA for Agenzie di somministrazione and we offer the following for our employees of Quadro, Impiegato and Dirigenti category employees
Health Insurance - Ebitemp
Retirement Fund - Fon.te

Training programmes - forma.temp

Indefinite-term contracts
We can offer indefinite term contracts in Italy.
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Fixed-term contracts (limited to 20% of workforce, max 3 years)
Depending on circumstance, we may able to offer fixed-term contracts in Italy.

The maximum fixed-term contract (FTC) duration is 12 months without any need for justification, with possible extensions to up to 24 months based on business needs.

The fixed-term employment agreement is governed by Legislative Decree No. 81/2015, as modified by Decree 87/2018, which came into force as of July 14, 2018.

The labor code provides that parties can enter into a fixed-term employment agreement without specifying the reasons, for a maximum period of 12 months.

Should the agreement last more than 12 months or should the agreement be extended after this period of time, motivation shall be pointed out in the agreement.
The fixed-term employment agreement requests are subject to our legal team review and require their approval.
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Part-time contracts (min 18 hours per week)
We can offer part - time contracts in Italy.
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Written employment contracts are required.

Language: Italian & English (Italian version prevails).

Signature Requirements: QES - Qualified electronic signature is needed. Where the identity of the signee needs to be verified.

Backdating: Not permitted under Omnipresent’s policy.
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Probation period is governed by the applicable NCBA, and it depends on the employment level.
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Quadro and Dirigente
The maximum duration of the probationary period shall not exceed 6 months.
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Impiegato Level I to VII
The maximum duration of the probationary period shall not exceed the following limits:
Level 1: 6 months;
Level 2, 3, 4, 5: 60 days;
Level 6 and 7: 45 days.
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Probation allows easier termination before transitioning to standard dismissal procedures.

The employees in Italy are divided into different levels and groups based on their roles, autonomy, and level of expertise. Once we receive information on employees' salary, job title, and job description, we can determine the applicable employment level.
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​Employment levels:

Classification level provided for by the NCBA for Temporary Agencies:

Omnipresent offers a balanced approach to customizing employment contracts, combining the flexibility of self-service customization on our platform with a strong commitment to legal compliance and operational efficiency.

For our contract in Italy, clients can directly tailor various contract elements such as contract duration, seniority recognition, probation periods, flexible work arrangements, and diverse leave policies through the OmniPlatform. This self-service feature empowers clients to efficiently personalize contracts to suit their specific business needs.

While we encourage customization to enhance client satisfaction, we maintain certain non-customizable areas to uphold legal compliance and streamline our payroll processes. These include backdating start dates, foreign currency salary payments, overtime payments, and specific clauses like expenses, equity options, equipment provisions, and termination notices. This policy ensures a seamless balance between offering a tailored service and adhering to employment laws and regulations in Italy.

Our aim is to provide a differentiated, client-friendly service that respects both the unique needs of businesses and the imperative of regulatory conformity.
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Employees must be registered with INPS (Italian Social Security Institute).

Registration takes up to 4 working days and must be completed before the start date.

The employee needs to provide their passport or ID, Health insurance card, and Residency card if applicable.

Omnipresent does not offer visa or work permit sponsorship.

We will carry out right to work (RTW) checks on all prospective employees before they are employed.

After the onboarding process is completed, the employee will

also need to undergo a medical check within the first 60 days of employment, and conduct a Health & Safety training.

You can transfer employees that have previously worked for you, whether in another country or through another EOR provider, to Omnipresent.

However, as per local regulations, it’s not possible to transfer holidays. The previous employer needs to pay out unused leave.

Quadro and Level I to VII employees hired through Omnipresent are entitled to:

22 working days of annual leave per year, in accordance with the Commercio e Terziario Collective Bargaining Agreement (CBA).

Dirigenti level are entitled to:

- 22 working days of annual leave per year, in accordance with the Manageritalia Collective Bargaining Agreement (CBA).
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In addition all the employees are entitled to:

- 4 days (32h) of Ex festivita (this is usually used by the employee if they need to go to medical appointment for few hours or they need to run some errands during the working hours) per year.

If the employee needs to take a full day for a medical visit, they can either take sick leave in agreement with the doctor or Ex festivita permission.

- ROL: full accrual is either 56 or 72h (variable according to employer’s headcount).

Full accrual starts once the employee hits 4 years of seniority. 50% accrual starts from year 2.

In the first 2 years, the employee will have 0 per month.

Then 1/12 of the annual amount per month after 2 years.

Each month the employee can see accruals and the available balance on their payslip.

If the workweek runs from Monday to Saturday, the entitlement increases to 26 working days under the CBA.

Annual Leave Carryover:
Employees in Italy can carry over up to 10 days of annual leave for up to 18 months.

The CBA allows for better treatment than the legal minimum, but it is advisable to adhere to the CBA provisions.

Annual leave is compensated at the regular salary rate to ensure employees receive their usual income during time off.

Maternity Leave:
Employer’ must provide female employees with at least five months’ maternity leave as follows:

(The maternity leave may begin one month before the planned birth and finish four months following the birth or may be taken in its entirety after the birth upon permission of a competent doctor.)

A mother is entitled to 80% of her regular salary during maternity leave. This is paid by the employer, who can then seek reimbursement from the INPS.

After the maternity leave, the mother has a right to return to the same job position she left, and at the same or better conditions. Further, she is entitled to work in the same office or at least in the same city until the child is one year old.

Working mothers are entitled to two, one-hour paid lactation breaks per day (one, one-hour break if the daily work time is under six hours) during the first year after the child is born. The mother is permitted to leave the workplace to feed the baby. The lactation break period is reduced to 30 minutes if a daycare or a lactation room is provided in or close to the workplace. The lactation break period is doubled in cases of multiple births. The employer may be subject to a fine it does not provide the required daily lactation breaks. A father is entitled to such time off if the child is in his care, the mother does not take the time off, the mother does not work, or the mother is dead or seriously ill.

Employers cannot assign a female employee certain tasks (e.g., carrying or lifting weights; tasks that are dangerous, heavy, or unhealthy) during the period of her pregnancy and for a period of up to seven months after her confinement. Further, female employees cannot work from midnight to 6:00 A.M. during the period of pregnancy and up to one year after the child is born.
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Paternity Leave: Employees are entitled to 10 days to be used from 2 months before the expected date of birth until 5 months after birth (or from entry into the family/Italy in the case of national/international adoptions or from foster care or temporary placement).

It is also possible to take the leave split in days (but not in hours) and in case of perinatal death of the child.

In case of multiple births, the duration of leave is increased to 20 working days.

During the period of paternity leave, the father is entitled to an allowance equal to 100% of his salary .

Fathers are also entitled to 'maternity leave' if the mother is mentally ill or in case of death.

An employee is entitled to receive their partial or full salary during this period (with a portion paid by the Italian Institute of Social Security and, if provided by the National Collective Labor Agreement - NCBA -, a portion paid by the employer). For executives, the salary amount is covered by the employer alone.
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The applicable National Collective Labor Agreement provides the length of the period and the rate of salary to be paid.

Based on our CBA, Quadro and Impiegato are entitled to 180 days during one calendar year (to be calculated starting from the last sick leave) while executives are entitled to 240 days during one calendar year (to be calculated starting from the last sick leave), extendable by a further 180 days in the event of serious and ongoing illnesses involving life-saving treatment.
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Under Italy’s labor law, employees cannot be dismissed while on sick leave (to the extent the sick leave does not exceed the maximum allowed duration provided by law/NCBA), unless for just cause. At the end of the leave, the employee is entitled to come back to the same job position.

Employees who are absent due to a work accident are also entitled to keep their job position for a certain period of time, as set forth in the applicable National Collective Labor Agreement. Employees are entitled to receive the following during this period:

Public holidays applicable based on the location of our entity:
January 1 – New Year's Day

January 6 – Epiphany

Easter Monday - varies each year

April 25 – Liberation Day

May 1 – Labor Day

June 2 – Republic Day

August 15 – Assumption Day

October 4 - Feast of Saint Petronius (Festa di San Petronio)

November 1 – All Saints' Day

December 8 – Immaculate Conception

December 25 – Christmas Day

December 26 – St. Stephen's Day

Frequency: Monthly

Cut-off Date: 15th of each month

Payment Date: 5th of the following month

Mandatory 13th- and 14th-month salary payments:

No national minimum wage (determined by Collective Bargaining Agreements - CBAs).

40 hours per week, Monday-Friday.

Effective for 2025, the Social Security taxable wage base varies based on the employment sector and contractual agreement.

Social security tax and other mandatory contributions must be withheld from employees' wages when paid and submitted to the relevant Italian tax authorities.
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Use the OmniCalculator for a detailed breakdown.

Overtime is allowed up to 250 hours per year, subject to the agreement between the employer and the employee.

Overtime does not usually apply to homeworkers and teleworkers.

The law provides that overtime is calculated separately and paid with an increase on the hourly wage as provided for by the NCLA.

Italian law provides for a maximum 250 hours per year and the preliminary agreement between the employer and the employee, unless otherwise provided in the applicable collective bargaining agreement (CBA).

Law states that overtime should be calculated separately and should be paid in the form of a salary increase.

Overtime cannot be refused if provided for by the relevant CBA, in case of exceptional technical production needs, force majeure, and particular events.

Overtime does not apply to executives, employees performing managerial duties ('dirigente', 'quadro' or employees classified at higher level if they effectively have managerial duties), and usually to homeworkers and teleworkers.

The law provides that overtime is calculated separately and paid with an increase on the hourly wage as provided for by the National Collective Labor Agreements; alternatively, the NCLA may provide the right of employees to take additional paid leave, correspondent to overtime worked.

The increase in salary as a result of overtime worked varies according to the applicable National Collective Labor Agreement, but cannot be less than the legal limit of 10% (as established by Royal Law Decree No. 692 of March 15, 1923, Article 5). Subject to a certain approximation, increases are usually between 15% and 20% of the normal hourly wage, and depend on when the overtime is carried out (a higher increase is provided when the overtime is during the night hours, *i.e.*, between 10:00 P.M. and 6:00 A.M.).

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Determined by the National Collective Bargaining Agreement (NCBA); the employment level and year of service.
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​Notice period for dismissal
Upon dismissal for justified grounds, a notice period, which varies in relation to the employee's category and seniority, is generally provided for by the applicable NCBA.
Quadro
It depends on the seniority:

- up to 5 years, 60 days;

- from 5 up to 10 years, 90 days;

- exceeding 10 years, 120 days.
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Dirigente
It depends on the seniority:

- up to 4 years, 6 months;

- up to 10, 8 months;

- up to 15, 10 months;

- exceeding 15 years, 12 months.
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Impiegato Level I to VII

Up to 5 years of service:

Level 1: 60 calendar days;

Level 2 and 3: 30 calendar days;

Level 4 and 5: 20 calendar days;

Level 6 and 7: 15 calendar days.

Over 5 years up to 10 years of service:

Level 1: 90 calendar days;

Level 2 and 3: 45 calendar days;

Level 4 and 5: 30 calendar days;

Level 6 and 7: 20 calendar days.

Over 10 years of service:

Level 1: 120 calendar days;

Level 2 and 3: 60 calendar days;

Level 4 and 5: 45 calendar days;

Level 6 and 7: 20 calendar days.

​Notice period for resignation
According to Italian Law, the employee may resign without necessarily having to give reasons, but must respect the notice period, unless the NCBA provides otherwise.
Quadro
It depends on the seniority:

- up to 5 years, 45 days;

- from 5 up to 10 years, 60 days;

- exceeding 10 years, 90 days.
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Dirigente
It depends on the seniority:

- up to 2 years, 2 months;

- from 2 up to 5 years, 3 months; exceeding 5 years, 4 months.

Impiegato Level I to VII
Up to 5 years of service:

Level 1: 45 calendar days;

Level 2 and 3: 20 calendar days;

Level 4 and 5: 15 calendar days;

Level 6 and 7: 10 calendar days;

Over 5 years up to ten years of service:

Level 1: 60 calendar days;

Level 2 and 3: 30 calendar days;

Level 4 and 5: 20 calendar days;

Level 6 and 7: 15 calendar days;

Over 10 years of service:

Level 1: 90 calendar days;

Level 2 and 3: 45 calendar days;

Level 4 and 5: 30 calendar days;

Level 6 and 7: 15 calendar days.
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Business/Economic Reasons:

Employment Reasons:

Disciplinary Reasons:

Termination during the probation period
Unilateral termination.
An employee can be terminated during the probation period if they do not meet the required standards. While no specific reason needs to be given, a formal written notification confirming that they failed probation is necessary.

If the employee goes on sick leave or takes parental leave before termination, they cannot be dismissed, and the probation period is extended to cover the length of their absence.

Employees are entitled to mandatory payments, such as TFR, accrued unused vacation, and any additional monthly payments owed.
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Because of its importance, remember that the employee should not know that he will be officially dismissed until Omnipresent, their legal employer, informs them.
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Termination outside the probation period
Termination of the assignment letter and termination of the employment contract.
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In the event of termination of employment with the temporary agency, the employee is entitled to the mandatory termination payments of an “ordinary” employee and, therefore, TFR and, if due, accruals of additional monthly payments, compensation in lieu of accrued and unused vacation and leave.
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TFR is a mandatory severance equivalent governed by the Collective Bargaining Agreement. Every year, the employer must contribute 7.4% of the annual employee’s salary to a reserve. In Italy, it refers to the end-of-employment benefits or severance pay that employees are entitled to receive upon ending their employment contract. It serves as a form of financial compensation designed to support employees during the transition period when they leave their employment.

When an employment relationship ends (due to dismissal, resignation, or retirement), the accrued TFR is paid out to the employee. This is the mandatory pay, as the employee will switch to another end employer. In our current setup, we have been accruing TFR from you on a monthly basis. This means that at the end of employment, the client won't incur additional costs. We will simply pay the employee the amount that has been accumulated to date.

TFR is not deducted from the employee's monthly salary. Instead, the employer calculates and accrues a portion of the employee's annual salary (as per applicable CBA) to set aside for the TFR fund. This amount is part of the overall employment cost for the employer.

At the beginning of the employment, the employee chooses where to keep TFR funds. If the employee has decided to keep the funds in the company, they will be paid out at the end of the employment with our local team.

Setup Fees: Once Terms are signed, Omnipresent begins deploying resources for the setup process. Trigger [Employee Details Added]

Deposit: Payable when the local employment contract is ready for signature. The deposit enables Omnipresent to move forward securely to sign the local employment contract with the employee. Trigger [Employee Details Added]

First Salary Prepayment: The first month’s estimated labour costs are invoiced on the first day of employment. Trigger [Employment Start Date]

Thereafter, we invoice monthly in arrears for labour costs - once the final payroll, taxes, insurance, social security contributions, expenses and deductions have been calculated. Each monthly invoice will include our monthly service fee, deposit insurance (if applicable), and an FX fee (if applicable). Trigger [Payroll Date]. Typically the last working day of the month, but varies by country.

More information on understanding invoices is available here.